The role of employee handbook

Constructive opinions on compiling employee handbook 1. Importance and function of compiling employee handbook

At present, it is common for new employees to be unclear about the company's management system, corporate culture and related basic processes. Although this is closely related to the quality and importance of employees, it is more important that there is no normalization mechanism. Therefore, the author thinks that the method of compiling employee handbook can make up for this shortcoming. In addition, employees are not clear about the relevant basic procedures, which is not conducive to the improvement of work efficiency and may even damage the basic interests of employees. This problem can be solved well if it is clearly stated in the employee handbook. For example, how to handle work-related injury procedures, processes, materials, precautions, etc. Now this kind of situation is generally encountered. Please consult the human resources management department before handling it. If it is clearly stipulated in the employee handbook, efficiency can be improved. In addition, the relevant contents are compiled into the employee handbook as basic training materials, which can reduce the printing of training materials and save the corresponding costs.

The function of employee handbook is to let employees know about the enterprise, form core competitiveness, centripetal force and cohesion, understand the basic system of the enterprise, form correct code of conduct and better safeguard their rights and interests. For enterprises, compiling employee handbook can better cultivate high-quality talents, which is conducive to the future development of the company.

What should the employee handbook be based on? Simple, practical and comprehensive? Three basic requirements of writing. The so-called simplification means writing all the most important and basic things, and the content is clear at a glance. The so-called practicality means paying attention to practicality and effectiveness, not just writing about theory. The so-called comprehensive is to pay attention to the basic aspects of employees in the employee handbook and try our best to safeguard the interests of employees.

Second, the requirements of writing employee handbook

1. Writing Department. The employee handbook should be compiled by the human resources management department, and other departments should cooperate with each other on the principle of combining reality. When compiling, employees' opinions and suggestions should be properly listened to in order to achieve the goal of gradual improvement.

2. Writing principles. What should the employee handbook be based on? Simple, practical and comprehensive? Three basic requirements of writing. The so-called simplification means writing all the most important and basic things, and the content is clear at a glance. The so-called practicality means paying attention to practicality and effectiveness, not just writing about theory. The so-called comprehensive is to pay attention to the basic aspects of employees in the employee handbook and try our best to safeguard the interests of employees.

3. Write the content. Corresponding to the above principles, I think it should include the following aspects.

First, the company profile is a mirror to understand the company and the first impression of the company. The company profile should be concise and comprehensive, so that employees can understand it as soon as possible and update it in time.

Second, corporate culture can help employees better understand the core values of the enterprise and contribute to the development of the enterprise.

Thirdly, employee information, employee management system and employee reward and punishment system are the basic systems for employees to understand the enterprise. Important, easy-to-miss and easy-to-make application key symbols in the system, such as attendance and vacation system. Because the reward and punishment system is directly related to the vital interests of employees, it should be further clarified and aroused the due attention of employees. The basic rights and procedures of employees should be handled in such a way that employees can clearly understand their basic rights, especially if there are differences (such as home leave) between local employees and foreign employees, which should be specially marked. The contents involving the interests and welfare of employees, such as social security, provident fund, archives and other basic procedures, should be emphasized. The above aspects are fixed, and other aspects should be handled flexibly. I suggest sorting out the organizational structure, responsibilities of relevant departments and post settings, so that employees can have a basic understanding of the organizational structure. It is necessary to add basic operating procedures to front-line employees to form a preliminary impression.

In addition, in order to prevent employees from being hurt at work or less, we can add some basic self-help knowledge, such as emergency treatment measures such as hemostasis and fracture, to improve self-protection ability. At the end of the employee handbook, you can leave a page as a feedback page. After reading the employee handbook, employees can write down their opinions as feedback, and if they have no opinions, they should also give them to the human resources management department as feedback of the training results. For the opinions, the human resources management department should organize and summarize them by special personnel.

Three. Matters needing attention in compiling employee handbook

1. does not conflict with national regulations. It is the most basic rule not to conflict with state regulations. Any illegal provisions can not be reflected in the employee handbook, and those suspected of violating the rules should be avoided in time. If there are new adjustments to laws and policies, the relevant contents of the manual should be updated at any time.

2. Contact the training evaluation. The relevant contents in the employee handbook can be included in the pre-job training assessment, especially the aspects that employees are prone to make mistakes and forget, so that employees can master them skillfully through inspection.

3. Update in time, without omission. The employee handbook should be constantly improved. It is suggested that the human resources management department should revise the employee handbook regularly every year (generally before the end of the year) in combination with the company's situation and employees' opinions in order to improve it.

Four. any other business

Quality requirements of 1. compiler. As an employee handbook writer, in addition to being careful and meticulous in the writing process, he must also have a deep understanding of the contents in the employee handbook to reach the level of explanation and explanation, so as to better understand the content of serving employees. In addition, with the updating of the contents of the manual, the compilers should constantly update their knowledge and improve their level.

2. Distribution and recycling of employee manuals. The Human Resources Management Department is responsible for the unified distribution and recycling of employee manuals, which are distributed to ordinary employees when they report for duty, and distributed to employees of the Operation Department before induction training, and used as training materials. Employees should return the manual in time when they leave the company. If they can't return it for other reasons, they should explain the reasons when they leave the company. The employee handbook returned by the employee shall be kept by the Human Resources Management Department.

3. Keep the employee handbook. Since the contents of the Employee Handbook may involve the core contents of the company, employees should properly keep the Employee Handbook during their employment in the company to prevent the contents from being leaked and used by other related industries.

Four steps of compiling employee handbook for small and medium-sized enterprises? ? Employee handbook? Simply put, it is a booklet that can let employees know about the company quickly and standardize their daily behavior. It has two basic functions: first, it can help people who have just entered the company? Quasi-employee? Can quickly understand the company's history, culture, operation mode, employee management policies, daily behavior norms, etc. And quickly grow into a company? Qualified employees? ; The second is to standardize the daily behavior of employees, strengthen the special requirements of the industry or company, and improve the overall operational efficiency of the company.

For small and medium-sized enterprises, if they can play effectively? Employee handbook? On the one hand, it can reduce the training cost and staff management cost, on the other hand, it can also encourage employees to reduce the rate of work mistakes and accidents, thus improving the efficiency and effectiveness of employees. ? Employee handbook? The establishment of corporate culture is often based on clear corporate culture and standardized human resource management system. At present, the corporate culture of most small and medium-sized enterprises in China is still in a state of chaos, and the human resource management system is not standardized enough. Under such circumstances, how can small and medium-sized enterprises establish a system that suits them without losing operability? Employee handbook? And then what? Based on years of consulting experience, the author puts forward the idea of compiling employee handbook. Four steps? .

Step 1: Set the framework.

? Set the frame? , that is, sure? Employee handbook? Basic framework of content. Generally speaking, the basic framework of a complete employee handbook should include five parts: the first part is? Write it in front? What is the second part? Company profile? What is the third part? Code of conduct? And then what? Special professional requirements? What is the fourth part? Employee management system? What is the fifth part? Supplementary provisions? . For small and medium-sized enterprises, this basic framework can also be directly used as the main content of the employee handbook, and then on the basis of this main framework, the corresponding sub-framework can be determined.

Use it well? Write it in front?

This section is usually published in the name of the CEO of the company. What is its main purpose? Welcome employees and motivate them to learn the manual? Therefore, its secondary framework usually includes the following aspects:

(1) Welcome speech; (2) What employees can get through the employee handbook; (3) greetings and hopes: (4) signature. In the last two years, although small and medium-sized enterprises will incorporate this part into the structure when compiling the employee handbook, there are often deviations in determining the sub-framework. General rules? As a sub-frame project. For example, a stainless steel frame manufacturing enterprise with more than 800 employees? Write it in front? The sub-frame of the project includes? Welcome speech? In addition, it also includes? What is the purpose, guiding ideology and scope of application of this manual, which employees are expected to abide by? Wait for the project. Use this? Write it in front? Open employee handbook is neither fish nor fowl in form, but it will disgust employees in effect and affect their learning effect and further internalization and implementation of employee handbook. Therefore, it is suggested that small and medium-sized enterprises should strictly follow? Welcome speech, gains from studying employee handbook, greetings, hopes and signatures? Sub-frame of.

Flexible use? Company profile?

? Company profile? Part of the purpose is to let employees quickly understand the company and quickly integrate into the company. This molecular framework usually includes the following aspects: (1) the values of the company; (2) the strategic objectives of the company; (3) introduction of the company's business; (4) The organizational structure of the company; (5) The development history of the company; (6) the company's corporate culture and other projects.

The employee handbook of large enterprises attaches great importance to this part, however, many small and medium-sized enterprises often ignore this part. In the small and medium-sized enterprises diagnosed by the author, nearly 60% of the employee manuals do not have this part. The fundamental reason for this phenomenon is that many small and medium-sized enterprises simply don't have clear values and development goals, and they don't realize the role of this part in the new employees' understanding and integration into the company, and its important significance in establishing the company image. So it is suggested that SMEs must? Company profile? As an important part of the main framework of Employee Handbook, when determining the sub-framework of this main project, it can be handled flexibly according to the actual situation of the enterprise. If the company does not have clear values or development strategic goals at present, and has not refined a clear corporate culture, then it can be temporarily? Business introduction, development history and organizational structure of the company? As? Company profile? At the same time, we should start to clarify the company's values and strategic goals. And refine our own corporate culture in time.

Is that clear? Code of conduct? And then what? Special professional requirements?

Through the study and understanding of the code of conduct or special professional requirements, we can improve the overall professional quality of employees in the company, and then improve their work efficiency and performance. This molecular framework usually includes the following contents: (1) the company's daily code of conduct; (2) Code of conduct in the daily work of the company; (3) Code of conduct for foreign commercial transactions; (4) the special occupational requirements of the industry (such as the requirements of the food industry for health behavior, etc.). At present, small and medium-sized enterprises in some industries pay more attention to this part, such as hotel industry, chain monopoly industry and insurance industry, but many manufacturing enterprises pay less attention to this part. Therefore, it is suggested that small and medium-sized enterprises should regard this part as a main project of the main framework of the Employee Handbook, no matter what industry they belong to or whether there are relevant systems at present. Companies without relevant systems must immediately organize relevant personnel to compile, because the lack of this part of the employee handbook will greatly weaken the guiding role of employee behavior.

Key formulation? Employee management system?

This part is the most important part in the employee handbook of small and medium-sized enterprises at present. Through this part, enterprises can make employees fully understand the relevant systems and requirements, further standardize employee behavior and reduce employee management costs. Therefore, this part should involve a series of employee management systems from employees' entry to resignation, and its secondary framework should include the following main contents: (1) Entry and resignation (induction training, probation period, personnel relations, resignation management, etc. ); (2) Working hours (normal working hours, attendance, overtime, etc. ); (3) Remuneration and welfare; (4) vacation; (5) Staff training and development; (6) reward and punishment system and others. But in reality, the sub-frame of this part of the employee handbook of many small and medium-sized enterprises often only contains the part that emphasizes the constraints on employees, such as attendance, overtime, rewards and punishments, etc. , while ignoring the content that employees are most concerned about and related to employee development and welfare. For example, the employee handbook of an office furniture manufacturing enterprise? Employee management system? Part, including labor contract, attendance and overtime, rewards and punishments, transfer (including entry, internal scheduling and resignation), ignores the parts that employees are very concerned about, such as vacation, employee promotion and development. In fact, only when employees see their personal development and gains can they be self-disciplined according to their work requirements and devote themselves to their work. The system that completely relies on high-pressure policies to control employees' behavior lacks humanistic care and is doomed to pay higher management costs. Therefore, it is suggested that small and medium-sized enterprises must include the promotion and development of employees and employee welfare when determining this molecular framework.

Can not be ignored? Supplementary provisions?

This part is relatively simple, which is mainly a supplementary explanation of some unfinished matters, including the effectiveness of this manual, the interpretation right of this manual, the revision of this manual, the reference methods for unfinished matters, the confidentiality principle, and the employee's receipt confirmation letter. Small and medium-sized enterprises often ignore this part when determining? Employee sign-in confirmation form? However, in this part, employee signature is an important measure to ensure the legal and effective implementation of employee handbook, and it is also a written proof that enterprises inform employees of relevant policies. So it is recommended that SMEs determine? Supplementary provisions? The sub-frame of Employee Sign-in Confirmation Letter must be a sub-project.

Step 2: Fill in the contents.

After determining the basic framework and sub-framework of the employee handbook, the next step is to fill in the content against the specific framework. When completing this work, the human resources department of the enterprise should fully communicate with relevant departments, mobilize and give full play to the professionalism of relevant departments, and complete the drafting of the Employee Handbook with them. Among them,? Write it in front? The content can be written by the human resources department and submitted to the general manager or chairman for approval and signature, or written by the president's office and submitted to the general manager or chairman for approval and signature, depending on the company's authority characteristics and the management style of the chairman or general manager; ? Company profile? Part, generally handed over to the department responsible for external image publicity, generally drafted by the marketing department, enterprise management department or administration department; ? Code of conduct? 、? Special professional requirements? And then what? Employee management system? And then what? Supplementary provisions? Generally drafted by the Human Resources Department, but the Human Resources Department can coordinate relevant departments to provide corresponding system texts and requirements. After completing the entire employee handbook, the human resources department carefully examines the contents of the entire handbook, and if there are any questions or mistakes, it will communicate with relevant departments or responsible persons in time for confirmation.

In this link, what are the easiest and easiest mistakes for SMEs to make? Close the door? The human resources department completes all the contents of the employee handbook independently, and submits it directly to the general manager or chairman for approval before issuing it. Therefore, relevant departments often complain to the general manager with the employee handbook. So it is recommended that SMEs complete? Fill in the contents? Don't work behind closed doors. When a department completes all the work alone, it must fully communicate with relevant departments and personnel. On the one hand, we should give full play to their enthusiasm and professionalism. On the other hand, we should also give them a sense of participation and a sense of accomplishment in completing this task.

Step 3: Review the language.

When writing employee manuals, enterprises usually encounter the following language problems:

The language style is too harsh.

For example, the employee handbook of a clothing company? Write it in front? Did you write it? Welcome to join us? The employee handbook is a legal handbook, and you must strictly abide by every clause in it. If you refuse, you will be punished accordingly, and if it is serious, you will be dismissed directly? . Such words obviously expose disrespect for employees, which will inevitably cause resentment and even hostility of employees, not to mention willing to follow.

The expression is slow and difficult to understand.

For example, it is written in the employee handbook of a stainless steel grating manufacturing enterprise. Employees who drink too much before going to work, drink too much during working hours, interfere with the company's normal work order, interfere with the company's normal production order, interfere with the normal life order and other obstacles to the company's safe work will be prohibited from going to work.

Lack of organization or logic between projects

Like the hotel employee handbook? Code of conduct? Part of it says,? 3. 1 employees must fulfill their duties, prohibit their behavior, work hard and make progress diligently, and cultivate team spirit of honesty, self-discipline, friendship, unity, mutual understanding and mutual assistance. 3.2 Employees should love the company and cherish its image and honor. 3.3 Employees shall strictly abide by the rules and regulations formulated by the company. If there is any violation? 3.4 during working hours, you are not allowed to leave your post without permission, and you are not allowed to chat, play, do private affairs, do private affairs, meet relatives and friends, or make personal phone calls? 3.5 Employees should obey the leadership and the command, no? 3.6 Advocate spiritual civilization and be polite? Employees should keep the work area, equipment, instruments and toolbox cabinets clean and in good condition. Code of conduct? There is no logical clue between the two, and some clauses are somewhat repetitive.

So it is recommended that SMEs complete? Fill in the contents? Part, we must review the language of employee handbook from the following aspects.

(1) From the language style, check whether the employee handbook is consistent with the corporate culture advocated by the company. Generally speaking, write it in front? Part, we should ensure that the language style is relaxed and full of emotion. Company profile? Part, to ensure that the language style is passionate and objective, right? Code of conduct? Special professional requirements? And then what? Employee management system? And the objective and rigorous language style should be guaranteed.

(2) In terms of words and expressions, check whether the expressions in the employee handbook are concise and smooth, easy to understand and remember, remove redundant expressions and avoid too many long sentences.

(3) From the overall logic and organization, review the organization among the contents of the Employee Handbook and the logic expressed among the contents.

Step 4: Try it.

After completing the language audit, the next important task is to audit the legality of the contents of the employee handbook. Auditing the legality of employee manuals is usually carried out from the following aspects.

Does the content conflict with relevant national laws?

The labor contract law clearly stipulates? The employing unit shall establish and improve the labor rules and regulations according to law, so as to ensure that workers enjoy labor rights and perform labor obligations. ? However, at present, many small and medium-sized enterprises in China often ignore the importance of relevant laws, but enforce the relevant regulations of the company, which will have great legal risks. Therefore, small and medium-sized enterprises must fully consider the relevant laws and regulations when formulating the employee handbook, and it is best for qualified enterprises to submit the employee handbook to the company's internal legal personnel or external legal consultants for review.

Whether the formulation procedures of relevant systems are legal.

The Labor Contract Law clearly stipulates that when an employer formulates, modifies or decides the rules, regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing. ? Previously, most of the procedures for the introduction of relevant systems by small and medium-sized enterprises in China did not conform to the provisions of relevant laws. Therefore, it is suggested that small and medium-sized enterprises should follow relevant procedures when formulating employee manuals and related systems in the future, and keep relevant written records of each stage, so as to be well documented and avoid taking unnecessary risks due to illegal procedures.

Is the distribution channel of employee handbook legal?

The labor contract law clearly stipulates? The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers. ? There are still many omissions in the work of small and medium-sized enterprises. It often happens that employees are punished and say that the company has not informed the relevant system. There are two reasons for this phenomenon. On the one hand, it may be that the company did not inform or publicize it to employees. On the other hand, it may be that the company did notify the employees but the employees deliberately cheated. However, even if employees deliberately cheat, because the company can't prove that it has informed employees, it will lose in arbitration or court defense. Therefore, it is suggested that small and medium-sized enterprises adopt methods such as meeting exchange, document circulation and questionnaire survey. After systematically completing the preparation and review of the Employee Handbook, make employees familiar with the specific contents of the Employee Handbook and put forward personal opinions. When issuing the final version of the Employee Handbook to employees, employees must fill in the Confirmation of Signing, and enterprises must keep relevant records, opinions and the Confirmation of Signing.

For small and medium-sized enterprises, a mature and effective employee handbook is one? A penny invested, a lot gained? Human resource management measures, so I hope this article? A framework? 、? Fill in the contents? The third trial language? The fourth trial is legal? what's up Four steps? It can help small and medium-sized enterprises to compile a set of relatively reasonable and effective employee manuals. It is hoped that small and medium-sized enterprises can truly internalize the contents of employee manuals into employees' behavior habits through measures such as signature confirmation, centralized training, centralized testing, clear rewards and punishments, regular training and irregular inspection, so as to improve employees' professionalism and work efficiency and make employees become qualified employees of enterprises.

Basic training of training manual: including quality training (employee manual training, writing training, etiquette knowledge, legal knowledge, time management, communication skills and health consultation) and process training (technical manual, project manual, standard implementation manual and collaborative design).

Professional training: including professional basic training (drawing standards, professional basic knowledge, common codes and standards, new codes and standards, common software application, architectural survey) and on-the-job training (audit manual, technical and project management post responsibilities, case analysis).

The basic content of employee handbook is 1, corporate image or employee image.

2, employee management procedures

3, personnel management rules

4, employee attendance management measures

5, employee education and training procedures

6, new employee selection method

catalogue

I. Staff code

Second, rules and regulations.

1, labor and personnel management system

2. Organ management system

3, financial management regulations

4. Salary distribution method

5. Standing meetings and rules of procedure

6. Self-study system

7, safety and civilized production standards

8, production safety system

9. Integrated management system

10, fire safety responsibility system

Third, job responsibilities

1, dean's job responsibilities

2. Responsibilities of the Secretary

3. Responsibilities of Vice President

4. Responsibilities of Vice President

5, office job responsibilities

6, director of the office responsibilities

7, archivist job responsibilities

8, car driver job responsibilities

9. Responsibilities of the Finance Office

10, responsibilities of CFO

12, the responsibility of the accountant in charge

13, cashier's job responsibilities

14, comprehensive business room job responsibilities

15. Responsibilities of the business director

16, responsibilities of survey and design personnel

Fourth, the standing leading group.